HIM 249 Chap 18 Test 1 Part 2

Section 1

Team members are selected because of the perceived value they bring to the group

Forming

When team members try to assert & assess their roles within the group.

Storming

Once everyone knows their team role, ______ , the team can then be productive and work successfully on the team goals

Norming

Doing the work to reach the teams goals.

Performing

Team members should be selected for what they can contribute to the team and should not be based purely on job title: rather, team members should be selected for the tasks that they actually can perform & the responsibilities they can carry out. This is known as ______

Forming

The biggest advantage of a team over an individual is the team's ability to bring a variety of perspectives and expertise to the issue. The team leader's responsibility is to ensure that each member has the opportunity to contribute. Developing flowchargs for each technical area being considered can clarify the process and document several perspectives. This activity is an example of ________

Storming

These are examples of ________. Getting to meetings on time, being prepared with readings or assignments when due, and not criticizing other employee's ideas or comments.

Team Norms

Every member of the team should be willing to dedicate the time required to accomplish the teams goals. Members might also be required to do additional work outside of team meetings. Team members must be willing to do tasks, and to attend the meetings prepared to accomplish specific goals. This is an example of ?

Section 2

______ is the process of finding, soliciting, and attracting employees.

Recruitment

______ is the ability to keep valuable employees from seeking employment elsewhere

Retention

There are several ways to advertise a staff opening, both _____ and _____.

internally and externally

An interview is a really important way for the organization to look at _______

potential employees

** The four basic purposes of an interview are ____

1. "Obtain information from the applicant" about his/her past work history & future goals 2. "To give information to the applicant about the organizations mission & goals", the nature of the employment opportunity 3. "To evaluate the applicant's work experience, attitudes, and personality" as a potential fit for the organization 4. "To give the applicant an opportunity to evaluate the organization (ask questions)" as a potential fit for his/her current & future employment goals

A key part of the interview will deal with the ______

candidate's education, skills & experience provide a good fit for the job.

Examples of some interview questions?

What has been your biggest mistake at work, and what did you learn from it? Why are you looking for a job?

What are some questions that may not be asked during the interview?

Nationality - Religion - Age - Marital & family status - Sexual orientation/gender - Date of birth - Anything about children or childcare - Health & physical abilities - Is the applicant a member of the National Guard or Reserves

____ _____ is expensive in terms of both lost productivity, recruitment & training costs.

Staff turnover

The ___ _____ is another way to obtain information on how employees feel about their jobs and what issues caused them to leave.

Exit interview

The level of authority an employee is given and the types of decisions he or she is empowered to make should be considered when setting the salary for the position & determining its education and experiential requirements is known as __________.

the delegation of authority

Delegating responsibilities & projects to other staff members can greatly benefit managers and supervisors. What are the attributes (benefits) for delegating authority?

Frees the team leader to perform more important or complex tasks - increases the leader's capacity & productivity - Reduces delays in decision making - Develops the staff's capacity & abilities